|Type of paper:||Essay|
|Categories:||Human resources Organizational behavior Business management Leadership style|
Leadership is an exciting topic that directly impacts on the conducts of communities, teams, and followers. Most theories evolved, producing various styles of leadership, and each one of these styles results in distinguishing behavior within a particular organization. Leadership entails unique features such as Charisma, personal traits, and situational interaction.
Many factors could affect a group, employees, or individuals' productivity. According to researchers, leadership is responsible for impacting various organizational aspects (Smircich and Morgan, 257-273). Moreover, most organizations and companies are trying to attain the maximum possible of employees' productivity and performance, emphasizing mostly on financial rewards, and avoiding or assuming the essence of a leader in motivating and enhancing the subordinates' performance.
Specific steps are used to establish oneself as a leader of a group and turn the department into a high-performance team once again.
Listen to Your Employees
It is essential to listen and understand the views of my team members at the marketing research department and put them into consideration since they may impact on the performance of the juniors. Therefore, listening skill is one of my effective abilities, as the Director of Marketing Research and Competitive Intelligence for a large Fortune 500 manufacturing firm to influence my team members in the workplace. The capability of being able to listen and analyze the opinions or complains of my team members is crucial.
As a manager, it would be practical to stand up and take the blame for any of the consequences and correct them in time. Again ensure that the other employees are also accountable by taking up the responsibility if need be and rectify the mistake without pointing fingers on others in your team.
A good manager has to be humble and fair to all the members of his or her team to be able to perform effectively. The ability of a manager to be positive is by creating a sense of charisma and acting as a role model to the followers; however, the application of sanction to achieve some of the specific goals involves creating level of coercion; but needs to be handled in a way that do not compromise the existing good relationship between employees and manager (Conger et al., 747). Being the Director of a Marketing Research and Competitive Intelligence, I would need to be in a position to admire my attitude as a leader.
In this case, the team members need to be motivated by either recognizing their efforts or rewarding where necessary as a way of empowering them. I will decide to use my power to delegate to the juniors to empower them when necessary. Therefore, a good manager is who effective available chances to build a good rapport with the team members to ensure they deliver to their full potential to attain the overall organizational goal by effectively empowering them.
Lead by Example
My primary strength is being open-minded. As a leader, I believe it is vital for one to try and keep an open mind at all times. As a leader, one may forget to keep an open mind. However, this is common because even leaders are human, and it is possible for them to forget what makes them suitable. In such cases, I always tend to react by apologizing and providing perceptions that display leadership. However, in such cases, it is not just my opinion as a leader that should guide what others do. There is a need to lead by example, for instance, doing my work conclusively and in time.
The leadership approach utilized to assess, better understand, and engage with each of my direct reports
The Blake-Mouton Managerial Grid and Situational Leadership Style
The Blake-Mouton Managerial Grid tends to relevant in this scenario since the aim of leadership will be leading others to be productive and perform since a specific leadership approach may never be effective in all situation. The path-goal strategy is also useful in preventing controversies in leadership survey since it suggests the application of effective leadership method to a particular circumstance which builds trust and peaceful coexistence between the manager and the team members. The principle of the path-goal approach is to maximize the satisfaction of an employee and enhance the performance of an organization.
On the other hand, situational leadership is ideal since the Situational leadership will enable me, as the manager, to adjust my style to fit the development level of the followers that I would be influencing. Situational leadership would force a leader to alter style that best fits the current situation; and not to try and force the followers to adapt to that specific style. In situational leadership, the style aims to change regularly to meet the needs of the team members in the department of marketing research based on the situation.
The best leadership style I used with each of my direct reports to motivate each member of my team to ensure maximum performance and outcomes
Path-Goal Leadership Model
The principle of the path-goal approach is to inspire employees to attain a given task and to meet classified goals. In this case, employee motivation includes enhancing job satisfaction and also empowering the team members like Kim and Joe to promote their career development. Nevertheless, managers apply the path-goal method with an objective of at nurturing specific conducts among the team members which facilitate the attainment of the specified objectives and goals. Because the path-goal strategy emphasizes on the results and working environment, path-goal leaders' main aim is to determine and nurture desired team members' conduct. This would be effective to apply to Kim, who seems to be a less motivated but experienced employee and are still yet to learn about the requirement of the firm.
Terry (1993) in his composition' authentic leadership: Courage in Action' terms authentic leadership as acting and knowing that which is right and real inside an organization and the leader. According to him, authentic leadership is also identifying and acting on that which is right in reality. From this understanding, it is evident that the authentic theory of leadership revolves around authenticity; where the leader is entirely authentic and in an authentic setting. The authentic theory of leadership rejects the presence of situational influences on how the authenticity of a leader is manifested. This specific leadership would be effective in dealing with Charles, who seems less motivate and may not be willing to work with a boss from outside. The type of leadership would assist in ensuring my legitimacy as a new manager.
Laissez-Faire Leadership Style
This specific leadership style would tend to help me as a leader delegate the responsibility to members of my team and allow them to work on their own with lesser or no interference. It increases the scope for innovation and flexibility. It works best with Trish who seems to be a creative and self-motivated and experienced team member.
Coaching Leadership Style
Coaching leadership would be effective in settings where performance and results require improvement. It will assist individual team members like Joe to advance their skills and benchmark his strength and weaknesses and provide guidance since he's still a new employee in the firm. Coaching leadership would assist me in directing and guiding and helping motivate other followers as well. Moreover, the style of leadership would help to create a positive work environment in which followers can recognize what's expected of them and comprehend the firm's overall strategy.
The challenges to encounter and how to address and overcome the issues.
Challenges Expected to Encounter
As a new boss in a new firm, there is a likelihood of facing pressure as a manager. The pressure is due to new responsibilities that are bestowed on me as fresh blood in the organization, and thus, I would want to see the result that is so much expected out of me. Another obstacle would be hiring for my team; this would be an enormous undertaking. Hiring needs more consultative work, and as a manager, I first have to identify the gap that has to be filled in my team.
Resolving the Issues
As a manager, I would have to understand why I picked on the job and recognize the fact that leadership is a learning process. Always be ready to learn and get corrected where necessary. On the other hand, .hiring a new employee is a big step to take, and thus, I will have to continually consult with the HR department for more advice on the process of hiring. There is a need to look for the uniqueness of the selected candidate and any new input he or she is likely to bring to the team.
how to approach the hiring of the fifth member of your team
Due to the active business environment, a member is very efficient. The firm's new employee needs, thus, can comprehend the organization's situation, involving the business culture, and co-workers to better adapt to the organization's situation. To be useful, the new team member has to demonstrate the ability to operate with minimal supervision and must value the input of the other team members, but with a decision after consulting the members since the organization may give various ideas and perspectives. The new team member has to relate and interact with others from all organizational levels as well as possess an ability to analyze information from the members to make decisions and consult where necessary. Additionally, as the manager, I would search for a new employee who is capable of executing plans and delivering, adapting to changes in the environment, and be innovative.
As a new manager, the top job sometimes comes with various challenges; however, a leader has to be open-minded and to know that the leadership role is a continuous learning process. The paper shows how to be an effective leader in dealing with various individuals with various skills and experiences. The are several leadership styles that are effective, and one needs to select the most appropriate approach to suit his or her current situation at a specific organization.
Conger, Jay A., Rabindra N. Kanungo, and Sanjay T. Menon. "Charismatic leadership and follower effects." Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior 21.7 (2000): 747-767. https://www.academia.edu/5709798/E_MPOWERMENT_IN_PUBLIC_SECTOR_Ph_D
Smircich, Linda, and Gareth Morgan. "Leadership: The management of meaning." The Journal of applied behavioral science 18.3 (1982): 257-273. www.collectionscanada.gc.ca/obj/s4/f2/dsk3/ftp04/nq31039.pdf
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